| 1

ANNUAL REPORT

ON EMPLOYMENT EQUITY IN THE PUBLIC SERVICE

2014/15

| 2

TABLE OF CONTENT

ABBREVIATIONS

4

1. Introduction 5

2. South Africa’s Demography 6

3. Public Service Demography (as at March 2015) 7

3.1 Representation by race 7

3.2 Representation per Province by race and gender 9

3.3 Representation by race, salary levels and gender 11

4. Representation by age 12

5. Representation of people with disabilities 14

6. Representation of women at SMS 24

7. Conclusion 32

8. Recommendations 33

9. References 33

ANNEXURE A: Compliance with equity targets in the 2014/15 financial year

ANNEXURE B: Compliance with annual reporting requirements

34

38

LIST OF FIGURES

Figure 1: SA Demography 6

Figure 2: Representation of public servants by race 8

Figure 3: Representation of public servants by gender and race 8

Figure 4: Representation public servants by age 13

Figure 5: Representation of public servants with disabilities by race 15

Figure 6: Representation of public servants with disabilities by gender and race 15

Figure 7: Representation of public servants with disabilities per province 16

Figure 8: Representation of public servants with disabilities at MMS by gender 19

Figure 9: Representation of public servants with disabilities at MMS by race 19

Figure 10: Representation of public servants with disabilities at SMS by gender 20

Figure 11: Representation of public servants with disabilities at SMS by race 20

Figure 12: Representation of persons with disabilities at SMS by race and gender 21

Figure 13: Representation of public servants with disabilities at all levels of SMS 21

Figure 14: Representation of public servants at SMS level by race and gender 25

Figure 15: Representation of public servants at SMS per salary level by race 25

| 3

Figure 16: Representation of public servants at SMS per salary level by race 26

Figure 17: Representation of women at SMS per salary level by race 26

Figure 18: Representation of women at SMS per salary level by race 27

Figure 19: Representation of women per SMS salary level by gender 27

Figure 20: Representation of women per SMS salary level by gender 28

Figure 21: Representation of public servants on salary level 16 by gender 28

LIST OF TABLES

Table 1: Profile of the national Economically Active Population (EAP) distribution per population

group by gender and race

6

Table 2: EAP distribution per province by gender and race 7

Table 3: Representation of public servants per province by race and gender 9

Table 4: Representation of public servants by salary level, race and gender 12

Table 5: Representation of public servants by age and gender 14

Table 6: Numerical representation of public servants with disabilities per province 16

Table 7: Representation of public servants with disabilities by age N: 1 324 228 17

Table 8: Representation of public servants with disabilities per salary level 18

Table 9: Representation of public servants with disabilities at SMS by age 22

Table 10: Representation of public servants with disabilities at SMS per province 22

Table 11: Compliance with meeting the 2% disability equity target per province as at 31 March 2015

23

Table 12: Representation of public servants by race and gender at SMS Level 24

Table 13: Representation of public servants at allz levels of SMS by race and gender 24

Table 14: Representation of public servants at SMS per province by gender 29

Table 15: Representation of public servants at SMS by age, race and gender 30

Table 16: Compliance with the 50% representation of women at SMS per province as at 31 March

2015

31

Table 17: Departments that met the 50% target representation of women at SMS per province as

at 31 March 2015

31

| 4

ABBREVIATIONS

AU African Union

DG Director General

DPSA Department of Public Service and Administration

EAP Economically Active Population

HOD Head of Department

MMS Middle Management Service

NDP National Development Plan

PERSAL Personnel Salary system

PS Public Service

SADC Southern African Development Community

SMS Senior Management Service

STATSSA Statistics South Africa

UNCRPD United Nations Convention on the Rights of Persons with Disabilities

WPTPS White Paper on the Transformation of the Public Service, 1995

| 5

1. INTRODUCTION

The 2014/15 Employment Equity report illustrates performance by departments in meeting equity

targets. The bulk of data used was extracted from PERSAL as at 31 March 2015 (unless otherwise

stated) and has been disaggregated according to race, age, salary levels, gender and disability. This

report is a follow-up to the 2013/14 Annual Employment Equity report which is available on the

Department of Public Service and Administration (DPSA) website.

In 1995 Cabinet set various employment equity targets relating to the representation of blacks

across all salary levels, persons with disabilities across all salary levels, and of women at Senior

Management Service (SMS) level. Since 2005 the target relating to race was met, but for persons

with disabilities and women these targets were not always met. In 2005 when the target for women

at SMS was 30%, the target was reached and this prompted a review of the target from 30% to 50%.

The 2% for disability was retained.

In 2012 the DPSA presented its report to Cabinet and a recommendation from Cabinet was that

HODs should be held accountable for meeting equity targets in their departments during their

performance assessment. This recommendation has been included in the revised PMDS of HODs

which will be submitted for Ministerial approval.

Improvement in meeting equity targets has been noted for both representation of persons with

disabilities and for women at SMS. Departments that have maintained these targets are encouraged

to sustain this achievement and surpass it where possible. An even bigger number of Departments

have achieved 40-49% and these departments will be encouraged and supported to meet these

targets in the coming financial year. Some Departments still have representation of women at SMS

below 30% and representation of persons with disabilities below 1%; these departments will be

supported to improve.

As at March 2015 the figures show that the race representation has been met and maintained, the

average representation of women at SMS is at 40.5%- an improvement from 39.8% in March 2014,

and representation of persons with disabilities still not achieved at 0.66%- a slight improvement

from 0.55% in March 2014.

| 6

2. SOUTH AFRICA’S DEMOGRAPHY

According to the 2011 National Census by STATSSA, the South African population consists of 51.8

million people; 51.3% are women and 48.7% are men. A further disaggregation shows that Africans

constitute 79.2% of the population, Whites 8.9%, Coloureds 8.9%, Indians or Asians 2.5% and

Other/Unspecified 0.5%.

Figure 1: SA Demography

Table 1: Profile of the national Economically Active Population (EAP) distribution per population

group by gender and race

Race Male Female Total

No. % No. % No. %

African 13660947 38.6% 14296557 40% 27957504 79%

Asian/Indian 498501 1.4% 473683 1.3% 972184 2.7%

Coloured 1597599 4.5% 1712917 4.8% 3310516 9.3%

White 1534042 4.3% 1546765 4.3% 3080807 8.7%

Total 17291089 48.8% 18029922 47.8% 35321011 100%

Source: QLFS Quarter 1, 5 May 2015(all percentages are rounded to one decimal point)

51%

49%

N:51,770,560

Female N: 26 581 769 Male N: 25 188 791

| 7

Table 2: EAP distribution per province by gender and race

Province Population Group and Gender

Gender African Coloured Asian/Indian White TOTAL

Eastern Cape Male 40.5% 3.9% 0.2% 2.2% 46.8%

Female 46% 4.2% 0.1% 2.4% 52.7%

TOTAL 86.5% 8.1.% 0.3% 4.6% 100

Free State Male 42% 1.5% 0.2% 4.2% 47.9%

Female 45.4% 1.5% 0.1% 4.5% 51.6%

TOTAL 87.4% 3% 0.3% 8.7% 100%

Gauteng Male 39.5% 1.6% 1.4% 7.6% 50%

Female 38.3% 1.8% 1.4% 8% 50%

TOTAL 77.8% 3.4% 2.8% 15.6% 100%

KwaZulu Natal Male 41% 0.6% 3.5% 2% 47%

Female 45.8% 0.7% 3.8% 2% 53%

TOTAL 86.8% 1.3% 7.3% 4% 100

Limpopo Male 45% 0.1% 0.2% 1.3% 47%

Female 51.8% 0.1% 0.1% 1.3% 53%

TOTAL 96.8% 0.2% 0.3% 2.6% 100%

Mpumalanga Male 44% 0.4% 0.4% 3.7% 49%

Female 46.6% 0.4% 0.2% 3.7% 51%

TOTAL 90.6% 0.8% 0.6% 7.4% 100

North West Male 45.6% 1% 0.3% 3.6% 51%

Female 44.4%. 1% 0.2% 3.6% 49%

TOTAL 90% 2% 0.55 7.2% 100%

Northern Cape Male 25% 20% 0.4% 3.5% 49%

Female 25.9% 20.8% 0.2% 3.6% 51%

TOTAL 50.9% 40.8% 0.6% 100%

Western Cape Male 16.8% 23.8% 0.5% 7.6% 49%

Female 15.5% 25.7% 0.5% 8.3% 50%

TOTAL 32% 49.5% 1% 15.9% 100 Source: Statistics South Africa, QLFS Quarter 1, 5 May 2015 (all percentages are rounded to one decimal point)

3. PUBLIC SERVICE DEMOGRAPHY (as at March 2015):

3.1 REPRESENTATION BY RACE

There were 1 324 228 employees in the Public Service as at March 2015, of these Africans were

1 045 696 (78.9%), Asians 42 476 (3%), Coloureds 109 690 (8%), Whites 115 010 (8.6%) and 11 356

(0.8%) were classified as unknown. The representation of the four racial groups correlates with their

national demographic figures. In terms of the need to transform the Public Service in a way that it

reflects the national demographics, this ideal continues to be maintained at the level of race (see

figure 2 below).

| 8

Figure 2: Representation of public servants by race

A further disaggregation of the Public Service according to sex shows that out of the 1 324228

officials, there were 763 187 (57.6%) females and 549 685 (42.4%) males and the unknown was 11

356. African females were more than African males at 58% and 42% respectively; for Asians, the

female/male ratio was 52% to 48%; Coloureds 57% to 43% with Whites at 60% to 40%.The Public

Service has more women than men across all racial groups (see figure 3) and is again not so different

from the national demographic. The situation starts changing when it comes to representation of

women at SMS or their representation amongst persons with disabilities. In these two areas men are

more than women, and this begins to reflect the skewed employment practices that favour men at

senior levels. The Public Service is still male dominated at decision making levels 21 years into the

transformation process.

Figure 3: Representation of public servants by gender and race

0%

20%

40%

60%

80%

African Asian

Coloured White

Unknown

79%

3.00% 8% 9%

0.80%

N: 1 324 228

58% 52%

57% 60%

42% 48%

43% 40%

African Asian Coloured White

N: 1 324 228

Female N: 763 187 Male N: 549 685

| 9

Table 3: Representation of public servants per province by race and gender

Gender and Race

Province Unknown

Female African

Female Asian

Female Coloured

Female White

Male African

Male Asian

Male Coloured

Male White

Total

Eastern Cape 479 81878 354 6057 33783 33783 278 2950 1880 132135

Free State 292 31376 34 1121 5296 19053 35 578 2084 59869

Gauteng 269 90414 2585 3133 16227 41658 1054 1318 5000 161658

Kwazulu-Natal 232 115662 12043 1964 4328 53396 6300 713 1704 196342

Limpopo 224 71228 66 71 1339 44049 64 38 551 117630

Mpumalanga 72 43973 196 229 3249 24607 158 86 1171 73741

National D 8556 118027 6089 13096 18918 191396 11876 20611 27268 415837

North West 25 35954 174 574 3318 18160 136 283 1152 59776

Northern Cape

148 7104 84 5931 1895 4314 76 3574 652 23778

Western Cape 1059 13450 520 30787 9967 6214 354 16576 4535 83462

Grand-Total 11356 609066 22145 62963 69013 436630 20331 46727 45997 1324228

Source: PERSAL 31 March 2015

3.2 REPRESENTATION PER PROVINCE BY RACE AND GENDER

Eastern Cape Province

In the Eastern Cape Province, there were 132 135 officials with Africans at 115661 (87%), Asians 632

(0.5%), Coloureds 9 246 (6.8%), Whites 6 335 (4.8%) and 479 (0.4%) classified as unknown. There

were 92 765 (70%) females and 38891 males (30%) - making females the largest group of employees

in this province and the highest of all provinces.

Free State

There were 59 869 employees of which 50429 (84%) were Africans, Asians 69 (0.1%), Coloureds

1699 (2.8%), Whites 7380 (12%) and 292 (0.5%) classified as unknown. There were 37827 (63%)

females and 21750 (36%) males. Again, females outnumber males by far.

Gauteng

There were 161658 employees of which Africans were 132 072 (81.6%), Asians 3639 (2%), Coloureds

4451 (2.7%), Whites 21227 (13.%) and 269 (0.2%) classified as unknown. There were 112359 (69%)

females and 49299 (30%) males. Here also, females outnumber males by far.

| 10

KwaZulu-Natal

There were 196 342 employees of which Africans were 169058 (86%), Asians 18343 (9.3%),

Coloureds 2677 (1.3%) Whites 6032 (3.%) and 232 (0.1%) classified as unknown. There were 133997

(68%) females and 62345 (32%) males. Females are once again far more than males.

Limpopo

There were 117 630 of which Africans were 115277 (98%), Asians 130 (0.1%), Coloureds 109 (0.1%),

Whites 1890 (1.6%) and 224 (0.1%) were classified as unknown. There were 72704 (61.8%) females

and 44926 males (38%). Females are more than males.

Mpumalanga

There were 73 741 employees. Of which Africans were 68580 (93%), Asians 354 (0.48%), Coloureds

315 (0.4%), Whites 4420 (5.9%) and 72 (0.09%) classified as unknown. There were 47647 (64%)

females and 26094 males (35%) and here too, Females are more than males.

National Departments

There were 415 837 employees of which Africans were 309 423 (74%), Asians 17965 (4%), Coloureds

33707 (8.4%), Whites 46186 (11%) and 8556 (2%) classified as unknown. There were 156130 (38%)

females and 259707 (62%) males. At national level, the ratio of the two sexes changes as males are

more than females.

North West

There were 59776 employees of which Africans were 54114 (91%), Asians 310 (0.5%), Coloureds 857

(1.4%), Whites 4470 (7.5%) and 25 (0.1%) classified as unknown. Of this total, 40020 (67%) were

females and 19756 (33%) males. Like all other provinces, there are more females than males in the

North West.

Northern Cape

There were 23778 employees of which Africans were 11418 (48%), Asians 160 (0.7%), Coloureds

9505 (40%), Whites 2547 (10.7%) and 148 (0.6%) classified as unknown. There were 15014 (63%)

females and 8764 (37%) males. There are more females than males.

| 11

Western Cape

There were 83462 employees of which Africans were 19664 (23.5%), Asians 874 (1%), Coloureds

78150 (93.6%), Whites 14502 (17.3%) and 1059 (1.2%) classified as unknown. There were 54724

(65.5%) females and 27703 (34%) males. There are more females than males.

In all the provinces, women constitute more than 60% of the workforce. Eastern Cape and Gauteng

have 70%; KwaZulu Natal 68%; North West 67%; Western Cape 66%; Free State, Mpumalanga 64%,

the Northern Cape 64% and Limpopo 61%. In National Departments, the number of women is 38%.

These figures suggest that in terms of employment opportunities, it is easier for women to find

employment in provinces than at national level. Furthermore, with women being more than men in

the Public Service, there should be no problem in achieving parity at SMS level as the pool that can

be trained for those positions is available for training and empowerment.

Another pattern that needs tracking and analysis is the high number of men at national level and the

low number of women. Could it be that the country is still experiencing the migration patterns of the

past where men left their provinces to come and seek work in Gauteng while women would seek

jobs locally so that they can stay with their children; or is there another reason? This pattern needs

to be monitored and analysed for better understanding.

3.3 REPRESENTATION BY RACE, SALARY LEVELS AND GENDER

The pattern noted last year in the representation of women of all racial groups being higher at salary

levels 01 to level 10 has not changed. This pattern continues in favour of men from salary level 11

up to 16; that is, male representation is higher than that of women as you move up the decision

making ladder. It is worth noting that as was the case pre 1994, South African women, regardless of

race still share a commonality when it comes to employment opportunities. This pattern seems to

suggest that gender transformation is mainly evident at lower salary levels where women do not

have the power to influence decisions. This is again not because there are no women to fill the

position because the statistics show that a large pool exists at levels 01-10; what is required is, for

some of these women to be empowered and developed for top positions.

| 12

Table 4: Representation of public servants by salary level, race and gender

Gender and Race

Salary Level - Notch

Unknown Female African

Female Asian

Female Coloured

Female White

Total Male African

Male Asian

Male Coloure

d

Male White

Total Grand Total

00 6 3317 1 12 36 3372 586 1 5 18 610 3982

01 3017 17557 234 1809 243 22860 8184 81 1420 215 9900 32760

02 652 33718 700 2210 317 71967 27575 796 2073 407 30851 68448

03 653 58585 510 4 768 826 65342 41483 607 3833 613 46536 111878

04 195 25887 258 2468 703 29511 15763 297 1735 373 18168 47679

05 1599 100890 2365 11537 5555 121946 81384 2172 8319 2018 93893 215839

06 3701 62260 2373 7790 7008 83132 56173 2525 5446 2520 66664 149796

07 734 147118 5394 13874 21061 188181 73512 3193 6256 6056 89017 277198

08 247 62470 2465 6411 9841 81434 55807 3411 7501 12736 79455 160889

09 231 56318 3663 7339 11738 79289 35039 2736 5032 6966 49773 129062

10 160 23141 1692 2679 5653 33325 16107 1586 1920 5115 24728 58053

11 64 8747 1110 1065 2737 13723 11617 1096 1608 3823 18144 31867

12 44 5484 754 580 1814 8676 7744 882 916 2648 12190 20866

13 12 2489 417 284 932 4134 3755 549 417 1260 5981 10115

14 13 761 122 96 349 1341 1213 189 162 604 2168 3509

15 2 237 71 31 155 496 468 164 63 370 1065 1561

16 26 87 16 10 45 184 220 46 21 255 542 726

Grand-Total

11356 609066 22145 62963 69013 808913 436630 20331 46727 45997 549685 1,324228

Source: PERSAL 31 March 2015

4. REPRESENTATION BY AGE

The National Youth Policy 2015 to 2020 was launched at the beginning of 2015 and its premise is

based on young people saying- “We don’t want a hand out, we want a hand up!” This is also after

the Youth Employment Accord of 18 April 2013 in which the President of South Africa, acknowledged

the public and private sectors’ responsibility to expand young people’s opportunities for

employment. He committed that “government will ensure changes to the conditions that apply in

public programmes and publicly funded initiatives to ensure young people are given opportunity, as

entrepreneurs, as employees, as trainees”. The Public Service has responded on the commitment to

train through the internship and learnership programme, but the employment of young people in

the Public Service has been on the decline, a decline that can be traced as far back as 2000.

| 13

In the youth unemployment and health report released by Stats SA on 29 June 2015, youth make up

55% of the country’s 35.8 million working-age population. Of this 55% or 19.7 million youths, only

6.2 million were employed, while 3.6 million were unemployed but still actively looking for a job and

1.53 million youth had given up looking for work.

The graph in figure 4 below shows that there is a higher concentration of officials in the higher age

bracket (40-54 years) than the lower end. This reflects that the Public Service has a large ageing

workforce and a low intake of young people to fill the gaps that will be left by this group. In the year

2000, youth constituted 37% of the Public Service workforce. This figure dropped to 26% in March

2014 and declined further in 2015 to 25%. This year on year decline of youth employment in the

Public Service from 2000 to March 2015 needs to be closely monitored and understood to avoid

possible gaps in future.

In order to address this decline, the DPSA conducted a study during the 2014/15 financial year to

understand why the Public Service is losing young people across all levels. The analysis of this study

is still underway and the results will be used to inform recruitment processes.

Figure 4: Representation of public servants by age

0.09%

3.01%

9.80%

12.27%

13.83%

17.05%

16.98%

13.77%

9.12%

3.20%

0.13%

0.03%

0.01%

0.01%

0.00%

0.20%

up to19

20-24

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65-69

70-74

75-79

80-84

85+

Unknown

0.00% 2.00% 4.00% 6.00% 8.00% 10.00% 12.00% 14.00% 16.00% 18.00%

Representation of Public Servants by age N: 1 324 228

| 14

Table 5: Representation of public servants by age and gender

Age Groups Unknown Female Male Total

Up to 19 0 767 418 1,185

20-24 0 23530 15010 38,540

25-29 0 72563 52523 125,086

30-34 0 97511 75791 173,302

35-39 0 104454 73537 177,991

40-44 0 128113 91112 219,225

45-49 0 125620 98580 224,200

50-54 0 107278 78368 185,646

55-59 0 76849 47512 124,361

60-64 0 25370 15662 41,032

65-69 0 899 747 1,646

70-74 0 152 224 376

75-79 0 49 121 170

80-84 0 17 57 74

85+ 0 15 23 38

Unknown 11356 0 0 11,356

Grand-Total 11356 763187 549685 1,324,228

Source: PERSAL 31 March 2015

The representation of women in all age groups still remains higher except in the 70-85+ bracket.

Although retirement from the Public Service is at age 65, the system has captured officials up to age

85 years. Of interest in this +65 category is the low representation of women. In the 2014 report we

indicated that people usually in the ages above 65 were specialists, judges and advisors to Ministers,

and we argued that the low representation of women in this category was concerning. Again the

question that arises is if there are concessions for employment after retirement, why are the males

beneficiating more than women? This is a matter that needs to be explored further in the next

report. This will ensure that women are not excluded from active service beyond 65 as this would be

discriminatory.

5. REPRESENTATION OF PUBLIC SERVANTS WITH DISABILITIES

PERSAL statistics show that the Public Service workforce decreased by 2 092 between March 2014

and March 2015. As at March 2015 there were 1 324 228 employees in the Public Service of which

8 729 (0.66%) were employees with disabilities. Of this, Africans constituted 5 710 (65.41%); Asians

| 15

286 (3.28%); Coloureds 658 (7.54%) and Whites 2075 (23.77%). The total figure of disabled people in

the Public Service reflects an increase of 0.11% between March 2014 and March 2015. There is a

requirement (through a Cabinet decision) for the Public Service workforce to have 2% of this figure

as disabled people. In actual figures what this means is that, for the Public Service to reach the 2%

representation target, 26 485 employees should be persons with disabilities and to reach this figure,

the need is to recruit a further 17 756 persons with disabilities.

Figure 5: Representation of public servants with disabilities by race

Figure 6: Representation of public servants with disabilities by gender and race

A further disaggregation of the figures show that there was an increase of Asian and White women

from 48% in March 2014 to 51% in March 2015, followed by African women who increased from

46% to 48% in the same reporting period. The representation of Coloured women remained the

African , 65%

3%

8%

24%

N: 8 729

African Asian Coloured White

African Asian Coloured White

48% 51%

41%

51% 52% 49%

59%

49%

N:8 729

Female N: 4213 Male N: 4516

| 16

same and is still the lowest. Coloured males are the highest at 59% followed by African males 52%

and the lowest is Asian and White males both at 49%.

Table 6: Numerical representation of public servants with disabilities per province

Province Unknown Disabled Not-disabled Total

Eastern Cape 479 557 131099 132,135

Free State 292 149 59428 59,869

Gauteng 269 2594 158795 161,658

KZN- Natal 232 528 195582 196,342

Limpopo 224 470 116936 117,630

Mpumalanga 72 360 73309 73,741

National Departments 86647 3388 325802 415,837

North West 25 293 59458 59,776

Northern Cape 148 69 23561 23,778

Western Cape 1059 321 82082 83,462

Grand-Total 89447 8729 1226052 1,324,228

Source: PERSAL 31 March 2015

Figure 7: Representation of public servants with disabilities per province

By the end of March 2015 no province had achieved the required 2% representation of persons with

disabilities. It is however important to single out the Gauteng province that showed a pleasing

0.42% 0.25%

1.60%

0.27% 0.40%

0.49% 0.49%

0.29% 0.38%

0.81%

0.00%

0.20%

0.40%

0.60%

0.80%

1.00%

1.20%

1.40%

1.60%

1.80%

| 17

increase of 0.62% by moving from 0.98% as at end of March 2014 to 1.60% as at end of March 2015.

Free State remains the lowest at 0.25%.

Out of a total of 158 departments, there were 29 departments that achieved the 2% target, 60

departments achieved below 2% but above 1% and 69 achieved below 1%. There were 10 National

departments that reached 2% followed by Gauteng province with five departments, Mpumalanga

four departments, Limpopo and North West with three departments each, Western Cape with two,

Eastern Cape and Northern Cape with one each and the Free State province with none (this was the

only province without a single department that has reached 2% representation of persons with

disabilities and the lowest overall with a representation of 0.25% as a province)

Table 7: Representation of public servants with disabilities by age N: 1 324 228

Age Groups Unknown Disabled Not-disabled Total % of disabled

Up to 19 287 0 898 1,185 0%

20-24 8615 23 29862 38,540 0.72%

25-29 14984 385 109717 125,086 4.41%

30-34 8475 730 164097 173,302 8.36%

35-39 5603 1007 171381 177,991 11.54%

40-44 13212 1564 204449 219,225 17.92%

45-49 12376 1774 210050 224,200 20.32%

50-54 7829 1578 176239 185,646 18.08%

55-59 5356 1199 117806 124,361 13.74%

60-64 1313 420 39299 41,032 4.81%

65-69 30 9 1607 1,646 0.10%

70-74 9 0 367 376 0%

75-79 1 0 169 170 0%

80-84 1 0 73 74 0%

85+ 0 0 38 38 0%

Unknown 11356 0 0 11356 0%

Grand-Total 89447 8729 1226052 1,324,228 0.66%

Source: PERSAL 31 March 2015

The age group that is highly represented is 45 – 49 at 20.32%. Out of a total of 338 113 young

persons in the Public Service, those with disabilities are 1 138 (0.34%) which is quite low.

| 18

Table 8: Representation of public servants with disabilities per salary level

Salary Level - Notch Unknown Disabled Not-disabled Total % of disabled

00 6 2 3974 3982 0.05%

01 3101 68 29591 32,760 0.21%

02 8742 302 59404 68,448 0.44%

03 3098 506 108274 111,878 0.45%

04 443 372 46864 47,679 0.78%

05 11578 1426 202835 215,839 0.66%

06 24435 970 124391 149,796 0.65%

07 17203 1621 258374 277,198 0.58%

08 8960 1423 150506 160,889 0.88%

09 4959 1072 123031 129,062 0.83%

10 3968 378 53707 58,053 0.65%

11 2458 252 29157 31,867 0.79%

12 262 194 20410 20,866 0.93%

13 126 98 9891 10,115 0.97%

14 55 30 3424 3,509 0.85%

15 25 13 1523 1,561 0.83%

16 28 2 696 726 0.28%

Grand-Total 89447 8729 1226052 1,324,228 0.66%

Source: PERSAL 31 March 2015

The representation of persons with disabilities still remains at lower levels and there are only 2 at

level 16 out of 726.

| 19

Figure 8: Representation of public servants with disabilities at MMS by gender

March 2014 N: 303 March 2015 N: 226

As at end of March 2015, there were 17 284 MMS employees in the Public Service and only 226 are

persons with disabilities. This low figure is not pleasing because the MMS level is the feeder to the

SMS band. Of further concern is that women with disabilities are less represented at MMS level with

only 82 while men with disabilities were 144.

Figure 9: Representation of public servants with disabilities at MMS by race

March 2014 N: 303 March 2015 N: 226

The number of employees with disabilities at MMS increased from 215 to 226 between March 2014

and March 2015. Africans were still the highest at 48.23%, followed by Whites at 34.51%, Coloured

at 9.73% and Asians at 7.52%.

63%

37%

Male N: 192 Female N: 111

33%

8% 10%

49%

White N: 101 Asian N: 24

Coloured N: 30 African N: 148

34%

8% 10%

48%

White N: 78

Asian N: 17

Coloured N: 22

African N: 109

65%

35%

Male N: 144 Female N: 82

| 20

Figure 10: Representation of public servants with disabilities at SMS by gender

March 2014 N: 102 March 2015 N: 119

Although there was an increase of employees with disabilities from 102 to 119 between March 2014

and March 2015 the gender representation within the group reflects a negative bias to women

clearly showing that employment opportunities are less favourable for disabled females than males.

Of the 119 employees, females are 37 (31.09%) and males are 82 (68.91%).

Figure 11: Representation of public servants with disabilities at SMS by race

If the demographics of the country are taken into consideration, Whites with disabilities are still

having an advantage of getting employment in the Public Service. The graph above shows Africans

leading at 55.46%, followed by Whites 31.09% with Asians and Coloureds equal at 6.72%.

30%

70%

Female N: 31 Male N: 71

31%

69%

Female N: 37 Male N: 82

African N: 66 Asian N:8

Coloured N:8 White N:37

55%

7% 7%

31%

N 119

| 21

Figure 12: Representation of persons with disabilities at SMS by race and gender

Female and male coloured employees with disabilities at SMS level are equally represented but for

all other race groups, males are still dominant.

Figure 13: Representation of public servants with disabilities at all levels of SMS

There is still no employee with a disability at level 16 which is a DG level within the SMS band.

African Asian Coloured White

32% 38%

50%

24%

68% 62%

50%

76%

N: 119

Women N:37 Men N:82

73%

19%

8% 0%

Level 13 N: 87 Level 14 N: 23 Level 15 N: 9 Level 16 N:0

| 22

Table 9: Representation of public servants with disabilities at SMS by age

Age Groups Disabled Not-disabled Total % of disabled

25-29 0 39 39 0%

30-34 0 447 447 0%

35-39 6 1269 1,275 0.47%

40-44 24 2009 2,033 1.18%

45-49 36 2052 2,088 1.72%

50-54 19 1835 1,854 1.02%

55-59 20 1295 1,315 1.52%

60-64 13 508 521 2.50%

65-69 1 56 57 1.75%

70-74 0 13 13 0%

75-79 0 2 2 0%

Grand-Total 119 (1.23%) 9525 (98.7%) 9,644 %

Source: PERSAL 31 March 2015

The non-representation of youth with disabilities at SMS level is of great concern as it seems the

Public Service is not targeting them in its recruitment drive. The representation of persons with

disabilities should also ensure that young persons with disabilities enjoy the same opportunities as

all other young people.

Table 10: Representation of public servants with disabilities at SMS per province

Province Disabled Not-disabled Total % Ranking

Eastern Cape 11 677 688 1.60% 3

Free State 1 358 359 0.28% 9

Gauteng 9 769 778 1.16% 6

KZN-Natal 4 599 603 0.66% 8

Limpopo 9 497 506 1.78% 2

Mpumalanga 7 315 322 2.7% 1

National Department 70 5346 5,416 1.29% 5

North West 5 323 328 1.52% 4

Northern Cape 2 261 263 0.76% 7

Western Cape 1 385 386 0.26% 10

Grand-Total 119 (1.23%) 9530 (98.7%) 9,649 1.23%

Source: PERSAL 31 March 2015

| 23

The number of provinces with the highest number of employees with disabilities at SMS level

increased from three as at end of March 2014 to five as at end of March 2015. The provinces are:

Mpumalanga, Limpopo, Eastern Cape, North West and Gauteng. Mpumalanga is the only province

that has surpassed 2%. Although there is no expectation for departments to have representation of

SMS members with disabilities at 2%, it is encouraging that departments do not limit the

employment of persons with disabilities only in levels below SMS. This is a good practice that shows

that the persons with disabilities who have skills will be given the same opportunities to compete

with their peers equitably for SMS positions in the Public Service.

Table 11: Compliance with meeting the 2% disability equity target per province as at 31 March

2015

TRENDS EC FS GP KZN LMP MPU NAT NW NC WC TOTAL

Number of departments that met the 2% target 1 0 5 0 3 4 10 3 1 2 29

Number of departments between 1-1.9% 6 3 6 7 3 6 15 5 4 5 60

Number of departments below 1% 6 9 3 8 6 2 18 4 7 6 69

There is improvement in the number of departments that are meeting equity targets. The pressure

exerted on departments to comply with prescripts and targeted technical support provided by DPSA

to departments at both national and provincial levels appear to be yielding positive results. The

DPSA started a focused support programme in 2011 and agreed with Office of the Premier to

facilitate two day workshops where departments are assisted to implement the Gender Equality

Strategic Frameworks and the JobAccess Strategic Framework on the Recruitment, Appointment and

Retention of People with Disabilities in the Public Service. In these workshops departments are also

supported to develop remedial plans to close the equity gaps. Gauteng is a good practice model that

has been using the support effectively as when the process started in 2011, the province has the

representation of persons with disabilities at 0.11% and currently it is the highest at 1.60%.

Presently, the number of departments that met the 2% target of the representation of persons with

disabilities increased from 25 in 2014 to 29 in March 2015. An increase from 56 to 60 was noted for

departments above 1% and those below 1% decreased by four within the same reporting period (see

annexure A).

| 24

6. REPRESENTATION OF WOMEN AT SMS

As at March 2015, there were 9649 filled SMS positions of which 3 914 (40.5%) were filled by women

and 5735 (59.5%) were filled by men. There has been an increase of 1% from last year (39.8%). Of

the 40.5% posts occupied by women, 72% consisted of African women, 13% Whites, 7.9% Coloureds

and 6% Asians.

Table 12: Representation of public servants by race and gender at SMS Level

Gender

Race Female N Female % Male N Male % Total %

African 2837 41% 4074 59% 6,911 71.62%

Asian 248 41% 360 59% 608 6.30%

Coloured 311 39% 496 61% 807 8.36%

White 518 39% 805 61% 1,323 13.71%

Total 3914 40.5% 5735 59.5% 9,649 100.00%

Source: PERSAL 31 March 2015

Table 13: Representation of public servants at all levels of SMS by race and gender

Salary level

Male Female Total Grand Total

White Asian Col Afri White Asian Col Afri M F

13 574 232 323 2846 377 183 219 2052 3975 (58.4%)

2831 (41.6%)

6806 (70.5%)

14 152 91 120 892 107 50 67 599 1255 (60.3%)

823 (39.7%)

2078 (21.5%)

15 65 31 45 250 29 15 20 152 391 (64.4%)

216 (35.6%)

607 (6.2%)

16 14 6 8 86 5 0 5 34 114 (72.1%)

44 (27.9%)

158 (1.8%)

Grand total

805 360 496 4074 518 248 311 2837 5735 (59.5%)

3914 (40.5%)

9649 (100%)

Source: PERSAL 31 March 2015

| 25

Figure 14: Representation of public servants at SMS level by race and gender

There are more men than women at SMS level. African and White women have a representation of

40.3% and 40.9% respectively while their male counterparts are at 59.7% and 59.1% respectively.

Coloured and Asian women's representation is 37.4% and 38.2% respectively which puts their male

representation at above 60%. The situation remains similar to what it was in March 2014.

Figure 15: Representation of public servants at SMS per salary level by race

March 2014 N: 9 368

African Asian Coloured White

40.30% 40.90% 37.40% 38.20% 59.70% 59.10% 62.60% 61.80%

N:9649

Female N: 3914 Male N:5735

African Asian Coloured White

71% 6% 8% 15%

70% 8% 10% 13.00%

68%

9% 9% 14%

76% 3%

8% 13%

13 N: 6603 14 N: 2011 15 N: 602 16 N: 152

| 26

Figure 16: Representation of public servants at SMS per salary level by race

March 2015 N: 9 647

Africans are the highest represented racial group at all levels of SMS, followed by Whites, then

Coloured and Asians.

Figure 17: Representation of women at SMS per salary level by race

March 2014 N: 3 734

African Asian Coloured White

71% 6% 8% 15%

70% 8% 10% 13.00%

68%

9% 9% 14%

76% 3%

8% 13%

13 N: 6806 14 N: 2078 15 N: 607 16 N: 158

29%

3.00%

3%

6%

27%

2%

3%

5%

26%

3%

3%

5%

20%

0%

2%

3%

0% 5% 10% 15% 20% 25% 30% 35%

African

Asian

Coloured

White

Level 16 N: 40 Level 15 N: 226 Level 14 N: 777 Level 13 N: 2691

| 27

Figure 18: Representation of women at SMS per salary level by race

March 2015 N: 3 914

African and White women are represented more at level 13, but the representation declines from

level 14-16. Asian women are represented more at levels 13 and 15 and lower in level 14 and there

is no representation of this racial group at level 16. Coloured women are represented more at the

first three levels, but lower at level 16. Levels 15 and 16 are powerful executive levels in the Public

Service where decisions are made and the low representation of women at the two levels is a

concern.

Figure 19: Representation of women per SMS salary level by gender

March 2014: 9 368

29%

3.00%

3%

6%

27%

2%

3%

5%

26%

3%

3%

5%

20%

0%

2%

3%

0% 5% 10% 15% 20% 25% 30% 35%

African

Asian

Coloured

White

16 N:44 15 N: 216 14 N: 823 13 N: 2831

13 14 15 16

41% 39% 38%

26%

59% 61% 62%

74%

Famale N: 3734 Male N: 5634

| 28

Figure 20: Representation of women per SMS salary level by gender

March 2015: 9 649

Figures 20 above show that males have a higher representation at all levels of SMS, an average

above 60%, with the highest at level 16 which is above 70%, the same observation made in March

2014. Figures 21 below further illustrate the gap that exists at DG level between men and women.

Figure 21: Representation of public servants on salary level 16 by gender

March 2014: 152 March 2015: 158

13 14 15 16

41% 39% 38%

26%

59% 61% 62%

74%

Famale N: 3914 Male N: 5735

28%

72%

Level 16

Women N 40

Men N 112

26%

74%

Level 16

Women N 44

Men N 114

| 29

Table 14: Representation of public servants at SMS per province by gender

Gender

Province Year Female N Female % Male N Male % Total Rank

Gauteng 2014 322 43.7% 414 56.3% 736 1

2015 350 44.9% 428 55.1% 778 1

National Department 2014 2166 40.9% 3118 59.1% 5,284 2

2015 2258 41.6% 3158 58.4% 5,416 2

KZN-Natal 2014 232 40.4% 342 59.6% 574 3

2015 245 40.6% 358 59.4% 603 3

Eastern Cape 2014 256 38.2% 414 61.8% 670 5

2015 274 39.8% 414 60.2% 688 4

Limpopo 2014 196 40% 294 60% 490 4

2015 195 38.5% 311 61.5% 506 5

Western Cape 2014 141 36.6% 244 63.4% 385 6

2015 143 37% 243 63% 386 6

Mpumalanga 2014 119 35.9% 212 64.1% 331 7

2015 117 36.3% 205 63.7% 322 7

Northern Cape 2014 88 34.6% 166 65.4% 254 9

2015 94 35.7% 169 64.3% 263 8

North West 2014 112 35.4% 204 64.6% 316 8

2015 115 35% 213 65% 328 9

Free State 2014 102 31.1% 226 68.9% 328 10

2015 123 34.2% 236 65.8% 359 10

Grand-Total 2014 3734 39.8% 5634 60.2% 9,368

2015 3914 40.5% 5735 9,649 59.5%

Source: PERSAL 31 March 2015

Gauteng Province, KwaZulu Natal and national departments have representation of women at SMS

above 40% and this has been the trend for more than three years. Seven provinces and national

departments improved their representation except for Limpopo and the North West. The Free State

had the highest improvement of 3.1% although it still remains the lowest of all the provinces.

Eastern Cape had the second highest improvement of 1.6% from 38.2% in March 2014 to 39.8%;

Gauteng was third at 1.2% from 43.7% in March 2014 to 44.9% in March 2015; fourth was the

Northern Cape by 1.1%; fifth was national departments by 0.7%; Mpumalanga and the Western

Cape improved by 0.4%. KwaZulu Natal has the lowest increase of 0.2%. The North West has

dropped the ball and was overtaken by the Northern Cape which had the second lowest

representation in the past three years.

| 30

Limpopo had representation above 40% in the 2013/14 financial year and the figure has dropped by

1.5%, which is a concern. The expectation is for provinces to improve year on year.

Table 15: Representation of public servants at SMS by age, race and gender

Male Female

Age Groups White Asian Coloured African White Asian Coloured African Male Total

Female Total

Total

20 - 24 0 0 0 2 0 0 0 0 2 0 2

25-29 4 2 2 8 3 2 1 17 16 23 39

30-34 21 9 13 169 15 16 12 192 212 235 447

35-39 38 35 27 530 27 50 43 525 630 645 1275

40-44 74 60 93 879 113 72 73 669 1106 927 2033

45-49 157 81 121 938 132 52 79 528 1297 791 2088

50-54 154 82 144 803 110 32 57 472 1183 671 1854

55-59 225 68 61 521 71 16 32 321 875 440 1315

60-64 119 17 31 190 43 7 14 100 357 164 521

65-69 9 4 4 25 4 1 0 10 42 15 57

70-74 4 1 0 5 0 0 0 3 10 3 13

75-79 0 1 0 1 0 0 0 0 2 0 2

80 – 84 0 0 0 3 0 0 0 0 3 0 3

Grand-Total 805 360 496 4074 518 248 311 2837 5735 3914 9649

Source: PERSAL 31 March 2015

In the age group of 20-34 there are 488 employees at SMS which is 5% of the total SMS cohort. This

figure has decreased from 523 (5.6%) in the past financial year. There are more women than men in

the youth category, but the numbers decrease significantly from age group 35 upwards which seem

to suggest that it is less likely that an older woman would be appointed at SMS level compared to

her male counterpart. Whites and Africans are represented in higher numbers in the youth category.

The highest number of employees at SMS still remains in the age group 45-64 similar to the previous

year.

| 31

Table 16: Compliance with the 50% representation of women at SMS per province as at 31 March 2015

Number of departments EC FS GP KZN1 LMP MPU NAT NW NC WC TOTAL

Number of departments that met the 50% target 3 1 1 3 2 2 6 1 1 2 22

Number of departments between 40-49% 2 1 11 3 4 2 19 2 3 3 50

Number of departments between 30-39% 6 6 2 5 5 4 16 7 3 5 59

Number of departments below 30% 2 3 0 3 1 4 0 1 5 3 22

The number of departments that are making progress in meeting the equity targets has increased.

This year 22 departments have met the 50% equity targets, an improvement from 19 in March 2014.

The number of departments with representation between 40-49% has decreased from 54 to 50. A

total of 59 departments compared to previous year’s 54 departments have representation between

30-39%. The most serious concern is the 22 departments that still have representation of women

below 30%, even though this number has decreased from 24 in March 2014 (See Annexure A for

details).

Table 17: Departments that met the 50% target representation of women at SMS per province as at 31 March 2015

Province Department

Eastern Cape Office of the Premier (51.4%)

Human Settlements (50%)

Safety, Security & Liaison (50%)

Free State Social Development (50%)

Gauteng Social Development (60%)

KwaZulu Natal Human Settlements (50%)

Social Development (51.1%)

Transport (52.7%)

Limpopo Social Development (54.5%)

Sport, Arts and Culture (53.3%)

Mpumalanga Health (51.3%)

Social Development (58.8%)

North West Economic Development, Environment, Conversation and Tourism

(58.3%)

1 In KZN the Royal Household has not been included in the number of departments

| 32

Province Department

Northern Cape Social Development (52%)

Western Cape Health (54.6%)

Social Development (56.5%

National Departments Arts and Culture (54.1%)

Economic Development (55.2%)

National School of Government (50%)

Planning, Monitoring & Evaluation (52.2%)

The Presidency (50.6%)

Women (57.5%)

Source: PERSAL 31 March 2015

The Departments of Social Development in seven provinces have met the target and this is a very

interesting observation in provinces such as the Free State and the Northern Cape that struggle

more with most compliance issues on transformation (see Annexure A for details).

7. CONCLUSION

The representation of women at SMS improved annually by a percentage point and is currently at

40.5% (March 2015). Although the parity target has not been reached, signs are encouraging

because at this point, twenty two (22) departments have met the 50% equity targets while fifty have

representation between 40-49%. This means that there are 72 departments in the Public Service

that are on the right track. A total of 59 departments have representation between 30-39% while 22

departments have representation of women below 30%. These two areas are of concern (See

Annexure A for details).

The number of Youth employment in the Public Service has declined from 26% in the 2013/14

financial year to 25% in the 2014/15 financial year and this is a cause for concern that shows that our

youth intake is not what it should be.

The reports on other programmes seem to suggest that Provinces and departments that have been

complying with all other requirements that support the meeting of equity targets, namely

implementation of frameworks; remedial plans and implementation of the Head of Department’s 8-

Principle Action Plan for Women’s Empowerment and Gender Equality (the 8-Principle Action Plan)

seem to do better than provinces and departments that are not complying. Limpopo is a case in

| 33

point; the province has not been complying with the requirements mentioned above and their

equity figures are declining year on year (see Annexure B for details).

8. RECOMMENDATIONS

8.1 The DPSA should continue to support and encourage departments in reaching their targets.

8.2 The National School of Government should include a course on transformation as part of the

compulsory induction programme;

8.3 FOSAD should at least annually discuss the issue of equity and progress with regard to

achievement of equity targets in the Public Service.

9. REFERENCES

Republic of South Africa Constitution (Act 108 of 1996): Pretoria: Government Printers

Republic of South Africa Employment Equity Act No. 55 of 1998. Pretoria: Government

Printers

Statistics South Africa (2015) Quarterly Labour Force Survey, Quarter 1, Pretoria

The Washington Group on Disability Statistics

| 34

ANNEXURE A: Compliance with equity targets in the 2014/15 financial year:

Province: EASTERN CAPE

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 47.4 0.81 50 1.09 50 1.34 53.1 1.26 51.4 1.24

2. Department of Rural Development and Agrarian Reform

33.3 1.35 35 0.75 34.4 0.70 33.3 0.64 33.9 0.64

3. Department of Economic Development , Environmental Affairs & Tourism

34.2 0.83 34 0.83 35.9 0.83 36.8 0.85 36.8 0.87

4. Department of Education 29.3 0.33 28 0.33 28 0.33 26.3 0.33 26.7 0.32

5. Department of Health 44.3 0.3 45 0.30 50 0.29 49.1 0.29 48.6 0.29

6. Department of Human Settlement 48.0 1.26 48 1.45 48 1.42 48 1.32 50 1.30

7. Department Local Government and Traditional Affairs

35.0 2.63 35 2.5 34.4 2.6 35 2.50 35.2 2.54

8. Department of Roads and Public Works 27.5 1.35 33 1.39 33.3 1.31 31.5 1.27 35.7 1.13

9. Department of Transport 24.2 0 24 0.56 23.3 0.50 22.5 0.43 21.8 0.44

10. Department of Social Development 41.8 1.2 41 1.15 42.5 1.15 42.1 1.18 43.5 1.13

11. Department of Sport, Recreation, Arts and Culture 26.9 0 28 0.98 32 1.15 34.6 1.06 34.6 1.22

12. Department of Safety and Liaison 54.5 0.78 55 0.76 53.8 0.74 50 0.75 50 0.78

13. Provincial Planning and Treasury 41.7 1.3 39 1.12 38.3 0.95 37.3 1.01 37.3 1.25

Total 38.2 0.43 38.4 0.44 39.3 0.43 39.3 0.43 39.8 0.42

Province: FREE STATE

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 25 1.29 28 1.30 24.1 1.32 31.2 1.30 31.2 1.31

2. Department of Agriculture & Rural Development 42.3 0 41 0 40.7 0 40.7 0 37.9 0

3. Department of Economic Development, Tourism and Environmental Affairs

25 0.43 25 0.43 37 0.42 40.7 0.42 38.7 0.42

4. Department of Education 26.8 0.14 26 0.14 26.1 0.14 24.3 0.15 25.6 0.15

5. Department of Health 32.5 0.12 33 0.12 32.6 0.12 35.4 0.12 36.1 0.13

6. Departments of Cooperative Governance and Traditional Affairs

29.1 0 29 0 41.3 0 36.6 0 38.7 0

7. Department of Police, Roads and Transport 15.3 0.43 17 0.48 16.6 0.46 17.1 0.45 21.6 0.43

8. Department of Public Works 31.8 1.39 36 1.22 34.7 1.38 34.7 1.99 34.7 1.95

9. Department of Social Development 48.1 0 48 0 51.7 0 50 0 50 0

10. Department of Sports, Arts, Culture and Recreation 36.8 2.06 37 2.07 36.8 1.85 36.8 1.86 31.5 1.77

11. Department of Treasury 20.8 0.54 23 0.55 25 0.82 25.9 0.75 29.6 0.75

12. Department of Human Settlements 45 0 45 0 45 0 42.1 0 42.1 0

Total 31.1 0.23 32 0.23 33.2 0.24 33.8 0.25 34.2 0.25

Province: GAUTENG

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 38 3.49 41 3.33 39.5 3.11 41.1 3.05 40.7 2.95

2. Department of Agriculture and Rural Development 43.5 0.7 46 0.58 46.1 0.58 39.4 0.90 38 0.78

3. Department of Community Safety 50 1.49 46 1.42 44 1.63 42.3 1.64 42.3 1.55

4. COGTA 42.8 1.57 40 1.46 33.3 1.47 37 1.47 37 1.48

5. Department of Economic Development 40.4 0.56 40 0.53 43.7 2.04 47.9 3.04 49 2.96

6. Department of Education 40.7 1.42 41 1.98 41.6 1.93 42.2 1.91 41.6 2.57

7. Department of Finance 37.7 3.49 39 3.46 42.3 3.49 43.6 3.47 44.4 3.51

8. Department of Health 40.1 0.33 41 0.32 41 0.33 41.3 0.30 43.8 0.31

9. Department of Housing 39.0 0.24 40 1.02 42.2 1.12 43.4 1.24 47.7 1.26

10. Department of Infrastructure Development 50 0.46 47 0.41 48.9 1.45 50 1.50 47.1 1.24

11. Department of Sport, Recreation, Arts and Culture 44.1 0.65 52 0.62 47.6 1.49 48.8 1.68 47.6 1.69

12. Department of Social Development 64.7 1.95 62 1.93 61.7 1.98 60.5 1.93 60 1.77

13. Department of Roads and Transport 51.6 0.58 50 0.58 49.1 0.57 49.1 0.63 49.1 0.60

14. Provincial Treasury 45.6 0.82 45 1.37 45 1.95 44 2.11 43.3 2

Total 43.7 0.98 44.1 1.28 44.2 1.28 44.7 1.28 44.9 1.60

| 35

Province: KWAZULU NATAL

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 38.18 1.34 38 1.30 41.5 1.50 39.6 1.52 37.5 1.74

2. Department of Agriculture, Environmental Affairs & Rural Development

31.82 0.69 33 0.68 34.1 0.70 36.8 0.83 38 0.83

3. Department of Arts, Culture 38.46 1.71 38 1.65 40 1.62 40 1.77 42.3 1.77

4. Department of Community Safety and Liaison 30 0 25 1.85 30.7 1.88 33.3 1.83 28.5 1.82

5. Department of Economic Development and Tourism 32.43 0.93 31 0.90 45.8 1.00 29.7 0.61 29.7 0.60

6. Department of Education 30.88 0.02 34 0.02 33.3 0.02 34.9 0.04 33.3 0.02

7. Department of Health 44.74 0.42 42 0.45 41.8 0.46 39.2 0.47 39.2 0.48

8. Department of Human Settlements 51.72 1.14 50 1.16 48.2 1.27 46.8 1.30 50 1.97

9. Department of Cooperative Governance & Traditional Affairs

49.12 1.27 47 1.19 50 1.26 50 1.15 49.1 1.29

10. Department of Public Works 30.77 0.83 33 0.90 37 0.86 39.2 0.88 37 0.90

11. Department of Social Development 50 0.41 49 0.49 50 0.46 51.1 0.49 51.1 0.47

12. Department of Sport and Recreation 33.33 1.29 33 1.30 33.3 1.33 22.2 1.35 25 1.38

13. Department of Transport 51.43 0.62 50 0.65 52.7 0.67 52.7 0.67 52.7 0.67

14. Provincial Treasury 40 1.02 37 1.16 36.8 1.36 38.7 1.13 41.7 1.16

Total 40.4 0.23 39.7 0.25 40.8 0.26 40.7 0.26 40.6 0.27

Province: LIMPOPO

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of Premier 40.3 2.19 38 2.48 33.8 2.55 32.2 2.54 31 2.56

2. Department of Agriculture 35.1 1.53 35 1.54 34.2 1.54 35.1 1.38 31.7 1.43

3. Department of Education 35 0.28 36 0.27 37.1 0.27 37.7 0.27 36 0.27

4. Department of Economic Development, Environment and Tourism

43.2 0.5 39 0.48 39.1 0.49 37.7 0.49 39.1 0.50

5. Department of Health 43.3 0.12 42 0.12 40.4 0.12 41.1 0.17 41.1 0.18

6. Department of Cooperative Governance, Human Settlement & Traditional Affairs

42.8 0.68 43 0.49 40.4 0.50 40.4 0.50 44.2 0.59

7. Provincial Treasury 42.5 1.04 44 1.05 44.6 1.08 44.6 1.09 44.6 1.11

8. Department of Public Works 50 2.03 52 1.98 54.1 2.09 43.3 2.15 41.1 2.12

9. Department of Roads and Transport 21.9 1.12 20 1.13 20.4 1.48 20 0.72 20.5 0.67

10. Department Safety, Security and Liaison 41.6 1.04 42 1.02 41.6 1.05 36.3 1.10 36.3 0.93

11. Department of Social Development 47.6 0.88 48 0.80 47.6 0.80 52.1 1.19 54.5 1.19

12. Department of Sport, Arts and Culture 43.7 2.02 47 1.96 53.3 1.98 53.3 2.02 53.3 2.06

Total 40 0.37 39.1 0.37 38.6 0.38 38.5 0.39 38.5 0.40

Province: MPUMALANGA

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 29.6 2.57 33 3.65 27 3.64 27 2.29 28.5 2.67

2. Department of Agriculture, Rural Dev & Land Admin 29.6 1.25 31 1.96 32 1.32 32 1.31 33.3 1.31

3. Department of Safety, Security and Liaison 37.5 1.46 35 1.54 37.5 1.80 37.5 1.96 37.5 2.27

4. Department of Culture, Sport and Recreation 18.1 1.87 18 1.76 23 1.57 23 1.57 16.6 1.60

5. Department of Corporative Governance & Traditional Affairs

31.2 1.53 33 1.30 39.3 1.48 40.6 1.49 40.6 1.38

6. Department of Economic Development, Environment and Tourism

20.6 1.53 23 1.54 23 1.61 20 1.65 17.3 1.50

7. Department of Education 35.9 0.17 38 0.17 40.5 0.19 40.5 0.19 38.4 0.19

8. Department of Finance 42.8 2.34 43 2.32 42.8 2.33 45 2.44 45 2.45

9. Department of Health 55.2 0.25 52 0.27 55.5 0.29 52.7 0.32 51.3 0.34

10. Department of Human Settlements 18.7 1.86 21 1.82 14.2 1.81 16.6 1.83 15.3 1.81

11. Department of Public Works, Roads and Transport 36.1 2.24 38 2.17 37.2 2.19 36.7 2.13 35.2 2.09

12. Department of Social Development 66.6 1.31 63 1.81 58.8 1.71 58.8 1.85 58.8 1.88

Total 35.9 0.44 37 0.45 37.1 0.48 36.9 0.48 36.3 0.49

| 36

Province: NORTH WEST

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 33.3 1.01 32 1.65 31.5 1.18 30.7 1.50 30 1.82

2. Department of Agriculture & Rural Development 30 1.23 33 1.53 30 1.80 36 1.68 33.3 1.65

3. Department of Education 26.4 0.24 27 0.22 27 0.22 27 0.21 27.7 0.20

4. Department of Economic Development, Environment and Tourism

52.3 2.94 56 2.90 47.6 2.34 53.8 4.52 58.3 4.63

5. Department of Finance 34.2 2.3 50 1.84 33.3 1.84 35.1 2.38 36.1 2.40

6. Department of Health 39.5 0.38 36 0.39 35.5 0.39 37.7 0.40 34.6 0.42

7. Department of Human Settlements 33.3 2.5 35 2.67 38.1 2.67 37.5 1.77 No report

8. Department Local Government and Traditional Affairs

30 0.24 27 0.99 27.2 1.00 42.8 1.72 30 1.63

9. Department of Public Works, Roads and Transport 30 0.65 28 0.63 27.5 0.64 28 0.70 32 0.71

10. Department of Public Safety and Liaison 38.4 1.7 33 1.62 33.3 1.77 33.3 1.54 42.1 1.46

11. Department of Sports, Arts and Culture 40 2.14 43 2.41 40 2.43 36.3 2.41 33.3 2.24

12. Department of Social Development, Women, Children and Persons with Disabilities.

42.8 0.38

46 0.41 42.8 0.50 48.1 0.82 48.1 0.87

Total 35.4 0.43 34.6 0.45 33.9 0.47 34.9 0.48 35 0.49

Province: NORTHERN CAPE

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 40 1.21 39 1.21 40.6 1.19 42.8 1.18 42.4 1.20

2. Department of Agriculture Land Reform and Rural Development

20 0.18 20 0.17 27.2 0.16 27.2 0.33 30 0.33

3. Department of Education 41.6 0.05 37 0.05 37.5 0.05 37.5 0.05 37.5 0.05

4. Department of Environmental Affairs and Nature Conservation

33.3 0.89 30 0.83 27.2 0.82 30 0.82 22.2 0.83

5. Department of Economic Development and Tourism 34.7 1.12 38 1.14 38.4 1.63 40 1.70 40 1.13

6. Department of Health 38.2 0.15 38 0.15 37.5 0.16 36.3 0.16 32.2 0.15

7. Department of Cooperative Governance, Human Settlement and Traditional Affairs

24.1 2.57 24 2.58 25.9 2.58 23 2.61 24 2.66

8. Department of Roads and Public Works 33.3 0 33 0 42.8 0 27.2 0 28.5 0

9. Department of Transport, Safety and Liaison 12.5 0 14 0 12.5 0.29 22.2 0.29 22.2 0.58

10. Department of Sport, Arts & Culture 22.2 1 20 0.97 22.2 0.74 20 0.74 18.1 0.75

11. Department of Social Development 43.4 1.94 45 1.95 50 1.94 50 1.94 52 1.86

12. Provincial Treasury 36.3 1.08 39 1.07 43.4 1.06 43.4 1 45.8 1.32

Total 34.6 0.28 34.3 0.27 35.7 0.28 35.9 0.29 35.7 0.29

Province: WESTERN CAPE

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Office of the Premier 34.2 1.93 31 1.89 31.8 1.81 31.9 2.03 32.3 2.07

2. Department of Agriculture 30 1.56 29 1.54 35 1.54 35 1.70 33.3 1.75

3. Department of Community Safety 25 0.63 25 1.14 22.2 1.42 20 1.71 20 1.46

4. Department of Cultural Affairs and Sports 36.3 1.54 36 1.87 36.3 1.86 41.6 1.85 41.6 1.89

5. Department of Education 37.7 0.07 38 0.07 39.6 0.07 39.6 0.08 37.7 0.07

6. Department of Economic Development & Tourism 37.5 1.19 41 1.49 41.1 1.15 41.1 0.78 41.1 0.83

7. Department of Environmental Affairs & Development Planning

20 1.54 20 1.52 16.6 1.52 16.6 2.06 15.7 1.58

8. Department of Health 50 0.47 51 0.48 53 0.47 52.3 0.49 54.6 0.50

9. Department of Human Settlements 31.5 0.62 32 0.64 35 0.66 35 0.64 35 0.65

10. Department of Local Government 35.2 3.46 35 3.30 35.2 3.32 37.5 3.29 40 3.55

11. Department of Social Development 61.9 1.13 62 1.61 59 1.15 56.5 1.31 56.5 1.38

12. Department of Transport and Public Works 23.6 0.78 23 0.72 21.4 0.79 20 0.79 21.4 0.77

13. Provincial Treasury 33.3 0.93 36 0.63 33.3 0.96 30 0.97 31.5 0.95

Total 36.6 0.36 36.4 0.37 37.1 0.37 36.7 0.39 37 0.38

| 37

National Departments

March 2014 June 2014 Sept 2014 Dec 2014 March 2015

50% 2% 50% 2% 50% 2% 50% 2% 50% 2% 1. Agriculture, Forestry & Fisheries 41.73 1 41 0.98 43 0.95 43.1 0.94 42.8 0.93

2. Arts & Culture 44.83 1.65 44 1.72 52 2.18 53 2.41 54.1 2.47

3. Basic Education 41.03 1.47 38 1.47 36.2 1.46 37.7 1.47 37.5 1.43

4. Civilian Secretariat of Police Not reflected on PERSAL 39.3 0

5. Communications 35.16 0.3 38 0.60 37.3 0.63 40.3 2.08 38.5 2.12

6. Cooperative Governance 44.71 0.18 46 0.36 44.9 0.36 45.4 0.37 47.4 0.42

7. Correctional Services 33.92 0.55 35 0.59 36.2 0.60 38.1 0.62 38 0.61

8. Defence Not reflected on PERSAL 9. Economic Development 52.78 1.59 54 1.59 52.9 1.79 52.9 1.68 55.2 1.59

10. Energy 39.74 1.65 40 1.62 39.2 1.70 37 2.21 37.5 2.24

11. Environmental Affairs 40.72 2.1 42 2.54 41.9 2.30 42.7 2.31 42.6 2.42

12. Health 48.36 0.69 46 0.58 45.2 0.53 44.3 0.52 44 0.48

13. Higher Education & Training 43.75 0.73 45 0.78 44.2 0.83 45.6 0.80 45 0.15

14. Home Affairs 44.89 1.29 45 1.33 44.6 1.34 44.6 1.37 44.6 1.38

15. Human Settlements 42.5 0.14 43 0.14 41.7 0.13 41.1 0.15 39.5 0.16

16. Independent Police Investigative Directorate 38.89 0.97 35 0.99 38.8 0.99 44 1.61 46.1 1.24

17. International Relations & Cooperation 40 0.55 40 0.56 39.9 0.60 39 0.56 40.7 1.38

18. Justice & Constitutional Development 40.69 1.46 41 1.46 41.4 1.43 41 1.46 39.6 1.55

19. Labour 37.5 2.48 39 2.42 40.1 2.43 40 2.41 39.4 2.43

20. Military Veterans 47.37 0.74 36 0 34.7 0 40 0.52 37.9 0.44

21. Mineral Resources 36.36 0.86 36 0.87 33.7 0.88 32.4 0.90 35.4 0.90

22. National Prosecuting Authority 44.83 0.25 46 0.24 47.1 0.22 47 0.22 45 0.21

23. National Treasury 42.68 0.65 43 0.65 43.3 0.69 42.1 0.68 41.4 0.67

24. Planning Monitoring & Evaluation 46.67 0.97 49 0.97 49 0.89 50.7 0.78 52.2 0.77

25. National School of Government 52.38 2.44 52 2.94 52.5 3.02 51.2 3.02 50 2.94

26. Public Enterprises 44.03 2. 79 48 2.83 46.6 2.34 44.9 2.16 46.2 1.78

27. Public Service & Administration 40.19 1.65 41 1.68 39.1 1.75 41.2 1.51 41.2 1.52

28. Public Service Commission 45.28 1.47 46 1.37 48.2 1.68 50.9 1.66 49 1.58

29. Public Works 41.62 1.14 41 1.13 38.8 1.18 39 1.22 41.2 1.23

30. Rural Development & Land Reform 37.55 1.68 38 1.64 38.1 1.70 38.1 1.75 39.2 1.74

31. Science & Technology 46.08 2.1 47 2.04 47.7 1.80 48.6 2.73 47.7 2.60

32. Social Development 50.98 1.62 49 1.63 49.5 1.82 48.6 1.86 49.1 1.74

33. SA Police Service (SAPS) 34.16 0.81 35 0.84 35.1 0.87 34.9 0.89 35 0.91

34. SA Revenue Service (SARS) Not reflected on PERSAL

35. Sport & Recreation SA 30.77 1.22 36 1.24 33.3 1.21 33.3 1.13 32 1.15

36. State Security Agency Not reflected on PERSAL

37. Statistics SA 41.01 1.17 42 1.16 42.6 1.01 42.7 1.15 41.9 1.16

38. Telecom & Postal Services 1.68 39.3 1.66

39. The Presidency 50 0.88 51 1.15 52.6 1.01 51.3 0.91 50.6 0.90

40. Tourism 48.44 4.36 49 5.07 47.4 5.19 45.9 5.16 46.7 5.28

41. Trade & Industry 43.22 2.68 44 2.61 43.3 2.72 44.5 2.76 45.2 2.82

42. Traditional Affairs 36 0

43. Transport 36.8 0.64 38 0.63 38.5 0.79 37.6 0.76 36.8 0.87

44. Water & Sanitation 40.69 0.98 43 1.02 46.8 1.02 46.2 1.07 47.1 1.06

45. Women 60.98 5.11 60 5.19 57.7 4.51 59.3 3.60 57.5 3.54

Total 40.9 0.75 41.4 0.77 41.6 0.79 41.5 0.81 41.6 0.81

N.B: Some National Departments are not reflected on Persal and the Departments of Cooperative Governance and Traditional Affairs were counted as one department on PERSAL in the first three quarters of the year. Departments reported on in the first 3 quarters are 154 and 156 in the 4th quarter. KEY: Red-below 30% and 1%; Blue -30-39; Yellow- 40-49 and between 1-1.9%; Green-met the 50% and 2% targets

| 38

ANNEXURE B: Compliance with annual reporting requirements:

Province Submission of Plans and

reports on the two

frameworks

Submission of

PSWMW

Reports

Submission of Sexual

Harassment reports

Attendance of support workshops

No attended No of SMS

Eastern Cape 9/13 10/13 6/13 55 14

Free State 6/12 7/12 10/12 32 3

Gauteng 9/14 8/14 6/14 46 10

KwaZulu Natal 10/14 7/14 5/14 34 0

Limpopo 7/12 6/12 0/12 56 3

Mpumalanga 5/12 5/12 2/12 39 3

North West 8/12 6/12 11/12 40 8

Northern Cape 11/12 10/12 2/12 27 2

Western Cape 13/13 13/13 11/13 30 6

National

Departments

23/45 22/45 15/45 84 34

Total 101 96 68 443 83

Note: Departmental coordinators of the Disability and Gender programmes have raised complaints

about lack of support from senior management and indicated that the poor attendance of senior

management at support workshops was a concern.